seiaaron's associate handbook 061813websites.retailcatalog.us/1360/mm/associatehandbook.pdf ·...

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SEI/Aaron’s, Inc. Associate Handbook

Associate Handbook

SEI/Aaron's, Inc. 3108 Piedmont Road, Suite 202

Atlanta, Georgia 30305 Phone: (404)495‐9707 Fax: (877)538‐8026

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New Associate Probationary Period

I understand that I am on a probationary period based on the laws provided by this state. In such a case that no law is in effect, the Company policy of sixty (60) days will apply.

I understand that satisfactory results of a drug screen, background check, driving record and job performance standards are required as part of my continual employment. SEI/Aaron's, Inc. reserves the right to terminate my employment for any reason during this probationary period.

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Vacation, Sick Leave and Holiday Policy

The following is the Company’s Vacation, Sick Leave and Holiday Policy and Procedure.

The following are definitions of Full‐Time, Part‐Time and Temporary associates: FULL‐TIME ASSOCIATE ‐ Is someone who is hired to work thirty (30) hours or more per week. Also, any associate who works an average of less than thirty (30) hours a week for eight (8) consecutive weeks or sixty (60) consecutive days will then be changed to part‐time status thus losing eligibility for any benefits under this policy. PART‐TIME ASSOCIATE ‐ Is someone who is hired to work less than thirty (30) hours a week. At no time will an associate be eligible for benefits unless they average working thirty (30) hours or more a week for two (2) consecutive months or a sixty (60) consecutive day period. At that time the associate status will be fulltime and they will be eligible for benefits. TEMPORARY ASSOCIATE – Is someone hired for a temporary period (summer rush, etc.) At no time will this associate be eligible for benefits, regardless of hours worked unless status is changed to full‐time.

I. VACATION POLICY: A) Each associate will be eligible to receive and use paid vacation upon completing full‐time employment, as follows:

1) Upon completing one year of full‐time employment following their date of hire (the first Anniversary Date) and upon each successive Anniversary Date thereafter, the associate will be eligible for ten (10) days paid vacation to be used anytime during the next twelve (12) months; Example: If an Associate is hired on August 10, 2010, Associate is then eligible to take ten (10) days vacation after August 10, 2011. The associate may take these ten (10) days during the next twelve (12) months (until August 11, 2012). 2) Upon completing seven (7) years of employment following their date of hire (the tenth Anniversary Date) and upon each successive Anniversary Date thereafter, the associate will be eligible for fifteen (15) days of paid vacation to be used anytime during the next twelve (12) months.

B) An associate may take only ten (10) days of paid vacation between his or her Anniversary Date. An associate may take fifteen (15) days of paid vacation after 7 years of service, as allowed by Section A. 2. above, and may carry five (5) days forward from the previous period with supervisor approval. C) Any vacation days that an associate does not take are lost and no payment for them will be made, except as provided under applicable state law. D) No associate may take any part of their vacation in advance of the period for which it is given. E) Associates my take vacation time in one (1) day increments. A request form is still mandatory. F) No vacation will be paid for in advance of its being taken. G) An associate who resigns their employment for any reason or is terminated for any reason will not be entitled to be paid for any vacation period that may have been approved but has not been taken at the time of their resignation or termination. H) An associate must work at least five (5) complete days immediately upon returning from vacation before they can resign and receive payment for that vacation.

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I) It is the responsibility of the associate’s manager or supervisor to see to it that vacation time taken is properly recorded on time cards or time reports. A “Request for Vacation” form does not serve this purpose.

II. HOLIDAYS: A) Each Full‐Time Associate will be given the following six (6) paid holidays beginning with the first holiday occurring sixty (60) days after their date of hire:

1) NEW YEAR’S DAY – January 1st 2) MEMORIAL DAY – Last Monday in May 3) INDEPENDENCE DAY – July 4th 4) LABOR DAY – First Monday in September 5) THANKSGIVING DAY – Fourth Thursday in November 6) CHRISTMAS DAY – December 25th 7) PERSONAL HOLIDAY – (M.L. KING’S BIRTHDAY, YOUR BIRTHDAY, RELIGIOUS HOLIDAY, ETC., with manager’s prior approval.)

B) If a Holiday occurs during an associate’s vacation the vacation period can be extended by the one day.

III. SICK LEAVE:

A) Each associate will be eligible to take (5) paid sick leave days per year to be accrued at the rate of .4166 days for each month during which they are a Full‐Time Associate. This accrual will begin on each such associate’s date of hire. However, no associate will become eligible to begin taking their sick leave until twenty‐six (26) weeks after their date of hire. B) Each associate may only take and be paid for whole sick leave days, i.e., any associate who works from 8:00 a.m. to 10:00 a.m. and goes home will not lose a sick leave day, but will be paid for two (2) hours that day. C) Sick leave days that have not been taken by the end of the fifty‐two (52) week period during which they were given may be carried forward to the next fifty‐two (52) week period up to a maximum of five (5) days. D) An Associate may take no more than five (5) sick days in any calendar year. E) Sick Leave days are to be used for personal illness as well as illnesses of immediate family members in which the Associate’s presence is required. F) Sick leave days may also be used for paid time off needed to attend to matters of a personal nature, or with supervisor’s approval, for any non‐scheduled holidays. Once an associate uses all of his or her sick leave days during any fifty‐two (52) week period, he or she, whether hourly or salaried, will not be paid for any further sick leave time for the remainder of that period. G) An associate who resigns their employment for any reason or who is terminated for any reason will not be entitled to be paid for sick leave days which have been accrued to them but which they have not taken at the time of their resignation or termination, except as provided under applicable state law.

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IV. VACATION AND SICK PAY RULES: A) All vacation request approvals will be made by your supervisor. The decision is at his or her discretion and is final. B) The amount of regular vacation pay will be determined by one of the following formulas dependent upon how the associate is paid:

1) Salaried Associates: One‐week increments based on annual salary. 2) Hourly Associates Budgeted at Forty‐hours Weekly: 40 hours times regular hourly rate. 3) Hourly Associates Budgeted over Forty‐hours Weekly: Regular hourly rate for 40 hours and time and one half regular hourly rate for the remaining budgeted hours only (i.e. 50 or 55 hours). This calculation will be made based on budgeted hours only, not average hours worked. 4) Commissioned Associates: Average total earnings based on previous total of three (3) months’ commissions prior to vacation taken divided by thirteen weeks (one quarter).

C) The workload within a store or department varies between different times of the year and that cycle varies from city to city, therefore, the Company encourages each associate not to schedule vacations during anticipated “peak” workloads to maximize the probability of having vacation requests approved.

V. MISCELLANEOUS: A) This policy is effective May 1, 2011 and supersedes all previous policies. B) The grant by the Company of paid days off for vacation, illness and holidays is a benefit provided by the Company, is not an offer to be accepted by an associate upon his or her hire or otherwise and in no manner creates or should be construed as a contract between the Company and any or all associates and does not impose any contractual obligation upon the Company. C) In order to receive holiday pay, you must work the day before and the day after the holiday unless you have prior approval from a supervisor.

VI. The net effect of this total policy is that you work approximately 11 months and get paid for 12 months. VII. The Company retains the right to change this policy without notice and at its own discretion.

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Substance Abuse Policy I understand and consent freely and voluntarily to SEI/Aaron's, Inc. request for urine, breath and/or other specimen for sample for testing. Where applicable by law I hereby release and hold harmless, SEI/Aaron's, Inc., the testing laboratory, their respective officers, directors, associates, agents and contractors from any liability arising from this request to furnish any of the above specimens or samples, and any decisions made concerning my application for employment or my continued employment, based upon the results of any such test(s).

I consent to allow any SEI/Aaron's, Inc. designated physician, testing laboratory, hospital or qualified medical personnel to perform appropriate breath or chemical test for the presence of alcohol or drugs. I give my permission to any designated physician, laboratory, hospital or qualified medical personnel to release the results of these test to SEI/Aaron's, Inc. and I hereby relieve any such designated institution or person from any liability whatsoever arising from the release of this information.

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Safety and Company Rules All associates are expected to obey all safety and company rules. Safety rules are developed for the purpose of preventing accidents and preserving life and property. Violation of safety or company rules will result in immediate disciplinary action.

A. General Safety Rules 1) Follow instructions. Do not take chances. If you do not know, ask. 2) Report immediately, any condition or practice you think might cause injury to associates or customers, or damage to property. 3) Put everything you use back in its proper place. Disorder causes injury and wastes time, energy and materials. Practice good housekeeping at all times. Safety first at SEI/Aaron’s, Inc. 4) Use only the right tools and equipment for any job. Report any damaged or missing equipment immediately to your supervisor. 5) If you are involved in an accident, regardless of how minor, report it immediately to your supervisor or manager. Get first aid promptly! 6) Do not operate any machinery or equipment including order pickers or mechanical lifts unless you are trained and authorized to do so. 7) Do not permit any non‐associate to wander alone in the warehouse or other restricted areas. 8) Safe, sensible wearing apparel is required. 9) Smoking is permitted only in designated areas. Please discard cigarette butts in the ashtrays provided, not on the floor or in the trash containers. 10) Do not operate an order picker or mechanical lift without the operator’s safety belt and/or lifeline in place. 11) Only authorized associates are permitted to operate company vehicles. 12) When you drive, always set the parking brake, turn off the ignition, and be sure the engine is stopped before leaving the cab. 13) Horseplay or fighting on company time is grounds for immediate termination. 14) Do not back vehicles in traffic for loading or unloading unless you are sure that it is safe to do so. If a helper is present, they are to be out of the truck keeping a lookout while giving proper safety signals to the driver. 15) Lift with your legs, not with your back. Do not attempt to move or lift heavy items without help. Wait for assistance. 16) Avoid falls… be sure path is clear and safe before you start.

B. Company Rules 1) Tardiness or Absenteeism:

a) An early telephone call the morning you are going to be late or absent is required. b) No associate will be late or absent 3 days in any consecutive 30 day period unless there is good cause. c) Absence for 3 days without notice will result in immediate termination. d) Attendance records will be kept at the home office by the Payroll Department.

2) Do not allow anyone else to punch your time card. 3) Reporting to work under the influence of alcohol or illegal drugs as well as consuming alcohol or illegal drugs on company time or company property is prohibited and will result in termination.

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4) Do not conduct non‐company business on company time or premises without prior authorization. 5) No associate may willfully or flagrantly damage company property or the property of others. 6) Our Employment Application and related personnel documents must be completed in full before a prospective associate can be hired. No associate can obtain employment by stating false or misleading information on any employment/personnel document. 7) Disorderly conduct, dishonesty or immoral behavior is grounds for immediate termination. 8) Any associate who misses work due to illness or injury resulting in medical treatment other than first aid at the store may be required to present a physician’s release prior to returning to work. 9) Do not use Company telephones for personal business without prior authorization.

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Drug/Alcohol Policy

For a number of years, SEI/Aaron's, Inc. has been committed to providing a safe, productive work environment for its associates while providing safe, quality services for its customers and the general public. Being under the influence of drugs or alcohol on the job poses serious safety and health risks not only to the user but also to all those who work or come in contact with them. Additionally; the possession, sale or use of drugs or alcohol in the workplace poses unacceptable risk for safe and efficient operations and exposes the Company’s reputation with its customers, suppliers and the communities within which it operates to potential damage.

Associates of SEI/Aaron's, Inc. are prohibited from the use, possession, sale, purchase distribution or transportation of drugs and/or alcohol on Company premises, at Company work sites or in the course of conducting Company business. SEI/Aaron's, Inc. requires associates to report to work and remain in a condition satisfactory to perform their duties safely and effectively. In support of this commitment, SEI/Aaron's, Inc. has developed the following drug/alcohol policy and testing program.

1. EMPLOYMENT: All applicants for employment are required to take and pass a drug test. An

applicant who refuses to submit to or who does not pass the test will not be considered for employment. All personnel who will be operating a Company vehicle will be tested in accordance with applicable U.S. Department of Transportation (DOT) testing procedures. All other personnel will be tested using an M50 ten‐panel screen.

2. RANDOM: All associates will be subject to testing at any time on a random basis as a term

and condition of continued employment.

3. REASONABLE SUSPICION: Where reasonable suspicion exist to believe that an associate has

possessed, sold, purchased, distributed or has used, is impaired by or is under the influence of drugs and/or alcohol, on Company premises, at a Company work site or in the course of conducting Company business, a confidential investigation will be conducted and the associate(s) will be required to submit to testing.

4. POST ACCIDENT: Associates involved in an on‐the‐job accident or who engage in unsafe

activities while in the course of conducting Company business which creates the danger of such an accident which results in a injury requiring medical treatment to themselves or to others, or results in lost time from work, will be subject to testing.

Any associate who operates any vehicle in the course of conducting Company Business that is involved in any accident is subject to testing, regardless of fault. For any accident involving a fatality, testing will be mandatory. Any accident requiring medical treatment where a Company associate receives a moving violation citation will also result in testing.

Alcohol testing shall be administered within two (2) hours but not later than eight (8) hours, following the accident. Drug test shall be administered as soon as possible, but not later than eight (8) hours following the accident.

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Post‐accident testing requirements shall not delay obtaining required medical attention for injured personnel following any accident.

The collection of samples for testing will be performed by qualified personnel and the testing will be performed by a NIDA (National Institute of Drug Abuse) certified laboratory.

Any associate covered by this policy that tests positive for the use of drug and/or alcohol or refuses to submit to a test required by this policy will be subject to disciplinary action to include immediate dismissal.

SEI/Aaron's, Inc. strongly endorses a drug free working environment. Our associates must be sober and clearheaded for the safety of all our families, customers and the general public.

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Company Policy on Open Advancement

SEI/Aaron's, Inc. continues to have a strong, simple policy on Open Advancement.

Top management wants you to advance in your career at SEI/Aaron's, Inc. This could mean more responsibility and more compensation for you, and an even more progressive and successful company, which is in everyone’s best interest.

If you feel you would like to advance, are qualified for a higher position and are not being given this opportunity, for any reason whatsoever, I want to know about your feelings. Please send me a note to the address listed below. In your note, please include your name, store number, current position and the position you are interested in.

SEI/Aaron's, Inc. Attention: Charles A. Smithgall 3108 Piedmont Road, Suite 202 Atlanta, Georgia 30305

If you have not received a response within 10 days, please call the Atlanta store support office at 404‐ 495‐9707.

Charles A. Smithgall, III Chairman and CEO

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Family Medical Leave Act (FMLA) Purposes of the FMLA The FMLA allows employees to balance their work and family life by taking reasonable unpaid leave for certain family and medical reasons. The FMLA seeks to accomplish these purposes in a manner that accommodates the legitimate interests of employers, and minimizes the potential for employment discrimination on the basis of gender, while promoting equal employment opportunity for men and women. Employee Eligibility To be eligible for FMLA leave, an employee must:

1. have been in pay status for any part of a week for at least 52 weeks, including any period of paid or unpaid leave during which other benefits or compensation were provided to the employee by the agency; and

2. have worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave. Leave Entitlement A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave in a 12- month period for one or more of the following reasons:

for the birth of a son or daughter, and to care for the newborn child; for the placement with the employee of a child for adoption or foster care, and to care for the newly

placed child; to care for an immediate family member (spouse, child, or parent -- but not a parent "in-law") with a

serious health condition; If the child is under age 18; or the child is age 18 or older and incapable of daily self-care because of a mental or physical disability (as defined by the Americans with disabilities act);

when the employee is unable to work because of a serious health condition. Leave to care for a newborn child or for a newly placed child must conclude within 12 months after the birth or placement. Intermittent/Reduced Schedule Leave - The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.

Intermittent/reduced schedule leave may be taken when medically necessary to care for a seriously ill family member, or because of the employee's serious health condition.

Intermittent/reduced schedule leave may be taken to care for a newborn or newly placed adopted or foster care child only with the employer's approval.

Only the amount of leave actually taken while on intermittent/reduced schedule leave may be charged as FMLA leave. Employees may not be required to take more FMLA leave than necessary to address the circumstances that cause the need for leave. Employees needing intermittent/reduced schedule leave for foreseeable medical treatment must work with their agency to schedule the leave so as not to unduly disrupt the agency’s operations, subject to the approval of the employee's health care provider. In such cases, the agency may transfer the employee temporarily to an alternative job with equivalent pay and benefits that accommodates recurring periods of leave better than the employee's regular job. Substitution of Paid Leave – Each employee shall use all accrued sick leave and vacation leave prior to the use of leave without pay for all leave that meets FMLA criteria.

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SEI/Aaron’s, Inc. Associate HandbookRev. Date 06/18/13

Medical Certification – The appointing authority may require that the need for leave for a serious health condition of the employee or the employee's immediate family member be supported by a medical certification issued by a health care provider. The employee shall be given a written notice of the requirement. Employees shall be allowed at least 15 calendar days to provide the requested medical certification. Maintenance of Health Benefits Each agency shall maintain the employee’s group health insurance coverage under the same conditions and with the same agency contributions as provided when no leave is taken. Premiums will continue to be payroll deducted for as long as the employee continues to receive a paycheck which is sufficient to take the GHI deduction. When the payroll deduction is no longer taken, the employee is responsible for remitting the amount due to the agency. The agency will bill the employee at their home address for premium not deducted from the paycheck. An agency’s obligation to maintain health benefits under FMLA stops if and when an employee informs the employer of an intent not to return to work at the end of the leave period, or if the employee fails to return to work when the FMLA leave entitlement is exhausted. The employer's obligation also stops if the employee's premium payment is more than 30 days late and the employer has given the employee written notice at least 15 days in advance advising that coverage will cease if payment is not received. In some circumstances, the employer may recover premiums it paid to maintain health insurance coverage for an employee who fails to return to work from FMLA leave. Job Restoration Upon return from FMLA leave, an employee must be restored to his or her original job, or to an "equivalent" job, which means virtually identical to the original job in terms of pay, benefits, and other employment terms and conditions. In addition, an employee's use of FMLA leave cannot result in the loss of any employment benefit that the employee earned or was entitled to before using (but not necessarily during) FMLA leave. However, under FMLA, a “key employee” may be denied restoration to a position when to do so would result in a substantial and grievous economic injury” to operations. A key employee is a salaried employee who is among the highest paid 10 percent of all employees within a 75 miles radius of the worksite. Because of the limited nature of this exception, recommendations not to reinstate an employee must be reviewed prior to the final determination. Notice Employee Notice - Eligible employees seeking to use FMLA leave may be required to provide:

30-day advance notice of the need to take FMLA leave when the need is foreseeable; notice "as soon as practicable" when the need to take FMLA leave is not foreseeable ("as

soon as practicable" generally means at least verbal notice to the employer within one or two business days of learning of the need to take FMLA leave);

sufficient information for the employer to understand that the employee needs leave for FMLA-qualifying reasons (the employee need not mention FMLA when requesting leave to meet this requirement, but

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may only explain why the leave is needed); and,

where the employer was not made aware that an employee was absent for FMLA reasons and the employee wants the leave counted as FMLA leave, timely notice (generally within two business days of returning to work) that leave was taken for an FMLA-qualifying reason.

Unlawful Acts - FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided by this law. It is also unlawful for an employer to discharge or discriminate against any individual for opposing any practice, or because of involvement in any proceeding, related to FMLA.

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Driver Qualification Policy

The following outlines Company safety policy and Department of Transportation (DOT) regulations

regarding qualifications and certification of all company associates operating any vehicle on behalf of

the Company. This policy may vary dependent upon applicable state law.

All associates operating a vehicle on behalf of the Company must be at least 21 years of age and meet

or exceed the following motor vehicle report (MVR) requirements:

Associates must not have more than three (3) traffic violations within the last three (3) years

regardless of point assigned. Associates must have no convictions within the past three (3)

years for (a) reckless, careless or improper driving, (b) driving while impaired, under the

influence or while intoxicated or (c) for failure to report and accident or making a known false

accident report.

Prior to operating a vehicle on behalf of the Company, each operator must comply with these DOT

regulations:

Associates must complete/pass a DOT physical and complete/pass a DOT on the road Driving

Test. A Separate “Driver File” should be kept in the store and include copies of the following documents:

The file should contain an application for employment, copy of the associate’s drivers license,

motor vehicle report (MVR), DOT physical examination, reference checks (3 years), evidence of a

completed road test, certification of violations and the annual review of qualification (driver re‐

evaluation report).

Original documents must be maintained in the Payroll Department in the Atlanta Office and should be

forwarded as soon as completed.

These qualifications/requirements apply to everyone who operates a vehicle on behalf of the

Company. Failure to comply with these requirements is a violation of Company safety policy

and DOT regulations and could result in fines and penalties being imposed. Thorough

screening of all applicants for employment is essential to minimizing our potential for accidents,

injuries and claims.

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Company Policy on Misuse of Company Information

The Company and its employees have always carefully adhered to the laws and have protected non‐ public information from misuse in order to preserve the Company’s most valuable asset – its reputation. As a part of your job at the Company, you may learn of upcoming changes in corporate structure, management, earnings and potential acquisitions, among other information. It is against both Company policy and the law for you to discuss this information with anyone outside of the Company or to buy or sell the Company’s stock or the stock of any other company that may be affected by such information on the basis of such information.

Misuse of confidential information about the Company constitutes cause for termination of employment. Furthermore, misuse of such confidential information is against the law. You can be subject to a fine up to $1,000,000 and a jail term of up to 10 years if you buy or sell the Company’s stock on the basis of confidential information or if you give the information to someone else who buys or sells SEI/Aaron's, Inc. stock because of the information. Your use of the information can also cause the Company to be sued by investors and by the government.

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Company Policy on Non‐Discrimination, Sexual Harassment and Open Advancement

This letter is to outline our Company’s policy on non‐discrimination, sexual harassment and open advancement. Each and every employee of our company is entitled to be treated fairly and with dignity. Therefore, SEI/Aaron's, Inc. is firmly committed to prohibiting and preventing discrimination against any employee on the basis of race, color, sex, age, religion, natural origin, disability, veteran or other protected status. Further, all employees have the right to work in an environment free of sexual harassment. Sexual harassment does not refer to occasional compliments. It does refer, among other things, to sexually oriented comments, jokes, innuendos and explicit or suggestive language, requests for sexual favors or other verbal or physical conduct of a sexual nature that is not welcome and is personally offensive.

The growth and success of SEI/Aaron's, Inc. is due to its ability to attract and develop qualified associates. Your advancement will be based upon your qualifications and past performance in addition to management’s evaluation of your ability to handle greater responsibilities.

If you feel you have been discriminated against, sexually harassed, or denied advancement for which you are qualified, I want to know about it. Please call the Atlanta Home Office toll free at 888‐464‐0494 to report any such situation. Your concerns will be investigated and swift and appropriate remedial action will be taken if violations of our policy are discovered. Be assured that your call will be treated in the strictest confidence possible and you will incur no reprisal for reporting good faith claims.

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Rules of Conduct

The Rules of Conduct are based on the “common sense” rules of honesty, common decency and general

conduct. These rules are not all‐inclusive as there are numerous instances or occurrences that are not

listed that may lead to disciplinary action up to and including discharge. Instead,

these rules serve as an example of the most common types of violations or conduct that will result in

disciplinary action.

These Rules do not change the at‐will employment relationship. An associate may be discharged or

may resign at any time, for any reason or no reason at all, with or without notice.

Any associate who commits any of the following offenses on the job is subject to immediate

disciplinary action up to and including termination of employment.

1. Excessive tardiness or absenteeism:

a. Associates are required to report to work on time each and every scheduled day as an

essential part of their job. An associate who is going to be late or absent for any reason

must notify their supervisor by telephone call prior to the start of their work day. (Text

messages will not be accepted.)

• Associates should provide advanced notice of any upcoming absence or

tardiness as soon as it is foreseeable.

o Example 1: the associate should notify the manager of an upcoming healthcare appointment as soon as s/he knows about the

appointment.

o Example 2: The associate is delayed in leaving his/her house until 10

minutes before his/her start time and has a 30‐minute commute. Since

the associate is aware that s/he is going to be late, s/he should contact

the manager as s/he is leaving the house.

b. If the associate’s direct supervisor is not available, the associate must notify the second

level supervisor. If neither of these options is available, the associate should contact the

appropriate Associate Resources representative.

c. Whenever possible, the associate should be the one to contact the supervisor. A friend

or family member should only call if extenuating medical circumstances exist. If a friend

or family member does provide the first notice to management, the associate should

follow up with his/her supervisor as soon as s/he is able to.

d. No associate will be late or absent three (3) days in any consecutive 30‐day period

unless there is good cause.

e. Supervisor may request medical documentation supporting the basis for any absence.

f. Absence for one (1) day without providing notice to the supervisor may result in

immediate termination.

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2. Failure to adhere to Company performance standards or position responsibilities, including

productivity standards established in the Company’s operations manual (“Pathway”).

3. Insubordination, refusal or unreasonable delay or refusal to carry out reasonable

instructions given by supervisor. Disrespectful or belligerent language used towards a

supervisor or those in positions of authority.

4. Neglect of duty; interfering with the work of other associates; sleeping on the job; failure to

return to work promptly at the end of meal or break periods; leaving the workplace without

permission; conducting non‐company business on Company time or premises without prior

authorization.

5. Violation of the Aaron’s policy prohibiting harassment, discrimination or unlawful

retaliation in the workplace.

6. Engaging in immoral, obscene or sexually offensive conduct or use of objectively offensive or

profane language in the workplace.

7. Obtaining, possessing or creating a lease account/agreement or rental account in the name of

the associate, a family member, roommate or significant other.

8. Altering your own or any associate’s time or payroll records or allowing anyone other than

management to alter yours. Falsifying time or payroll records in any way. Allowing someone

else to improperly alter your time records. Falsifying time records in any way, including

working off the clock or asking/permitting other associates to work off the clock.

9. Reporting to work under the influence of alcohol or illegal drugs, consuming or being in the

possession of alcohol or illegal drugs while working or on company property as well as consuming

alcohol or illegal drugs on company time or Company property. Failure to pass any drug or alcohol

screen. Failure to take or comply with a request for a drug test or alcohol screen within the

required timeframe.

10. Willfully or flagrantly damaging Company property or the property of others.

11. Falsification, misrepresentation or omission of facts in the employment application or any

other employment record or form.

12. Taking, possessing, distributing or tampering with company property or records or the

property of others without proper authority; Disorderly conduct, deceptive behavior,

dishonesty, theft, deception, or inappropriate behavior.

13. Violence or engaging in threats of violence in the workplace.

14. Possession of a weapon on or within Company property.

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15. Refusal to cooperate with any internal investigation. Providing false information during the

course of an internal investigation.

16. Inappropriate use of Company telephones, personal cellular telephones, and other

personal electronic devices (i.e. music players, headphones):

a. Use in the store, warehouse, or manufacturing facility for personal business without

prior authorization. If necessary, associates are to use their personal cellular

phones and personal electronic devices during breaks and lunches in appropriate

break areas or outside only.

b. Use of a cellular phone for any purpose while operating the Company truck including texting, emailing or engaging in social media while driving any vehicle for any

company related purpose. This also includes hands‐free devices.

c. No associate will use any hand‐held cellular phone while operating their personal vehicle

on Company business. Any cell phone use while operating a personal vehicle must be

limited to a hands‐free device.

d. No associate will text message or email while operating any vehicle on behalf of the

Company.

e. Note: For any of the above Rules, you are considered to be “operating” a vehicle

any time you are in the driver’s seat and the vehicle is in “drive”, even if you are at a

stoplight or a stop sign.

f. Associates must continue to contact the store at the end of every stop.

Management must not hold the driver accountable for not answering his/her phone

while driving. If an associate is driving and receives a call from his/her manager, the

associate should return the call at the next available opportunity when he/she is no

longer operating the vehicle or, ask a passenger to answer the call if one is present.

17. Solicitation of customers or other associates for personal reasons or business not

specifically sponsored by Aaron’s, Inc.

18. Violation of the Company’s background policy. Failing to disclose a conviction to

management either on the job application or during the course of employment. Any

violation of the law committed while on the job.

19. Conduct that is detrimental or improper towards customers, visitors, vendors or other

associates including originating or spreading false information regarding the Company or other

associates or disparaging Aaron’s, Inc., its officers, directors or any member of management.

(Nothing in this rule is intended to restrict an associate’s right to engage in concerted activity

regarding matters related to their terms and conditions of employment as proscribed by

Section 7 of the National Labor Relations Act)

20. Unauthorized use or distribution of Company records or information. Assisting any person to

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gain unauthorized entrance to or exit from any portion of the company’s premises.

21. Bringing cameras or other video or audio recording devices into the workplace unless specific

advance written authorization has been obtained from their supervisor. This policy does not

apply to personal cellular phones with built in cameras, unless they are being

used as a recording device. Associates are prohibited from engaging in any recording of

conversations, phone calls or other activities in the workplace or arranging for others,

including non‐associates, to do engage in such recording.

22. Failure to notify management of a driving related fine (parking ticket, toll violations,

speeding/driving infraction, etc.) obtained while operating a Company vehicle and/or

failing to pay the driving fine by the required due date. Failure to maintain the appropriate

licensure required for driving positions.

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SEI/Aaron’s, Inc. Associate Handbook Acknowledgement

I acknowledge that I have read and understand the following policies contained in the Company’s Associate Handbook:

I understand that I am on a probationary period based on the laws provided by this state. In such a case that no law is in effect, the Company policy of sixty (60) days will apply. I understand the Company’s Vacation, Sick Leave and Holiday Policy.I understand the Substance Abuse Policy and consent freely and voluntarily to any SEI/Aaron's, Inc. request for urine, breath and/or other specimen for sample for testing.I understand that all associates are expected to obey all safety and company rules. Safety rules are developed for the purpose of preventing accidents and preserving life and property. Violation of safety or company rules will result in immediate disciplinary action. I understand the Drug and alcohol policy; that associates of SEI/Aaron's, Inc. are prohibited from the use, possession, sale, purchase, distribution or transportation of drugs and/or alcohol on Company premises, at Company work sites or in the course of conducting Company business. I understand the company Policy on Open Advancement.I understand the company’s Driver Qualification Policy.I understand that SEI/Aaron’s, Inc. has a Family and Medical Leave Policy that is in compliance with The Family and Medical Leave Act of 1993 (FMLA).I Understand the Company Policy on Misuse of Company Information.I understand and acknowledge that I have a copy of the Company’s Policy on Non‐Discrimination, Sexual Harassment and Open Advancement. I understand that no one, Management or any fellow associate is authorized to engage in any conduct that violates this policy and I agree to notify the Company by calling the toll free number (888‐464‐0494) if I witness or believe I have been subjected to sexual harassment or any other form of discrimination.

I understand the SEI/Aaron’s Rules of Conduct.

I understand that these policies are not all‐encompassing and that they may be changed at any time, with or without notice. I also agree to comply with these policies and that failure to comply may result in my immediate dismissal from the Company.

Associate Name (Print) Manager Name (Print)

Associate Signature Manager Signature

Date Date

Social Security Number Store Number

Please send a copy to the Payroll Department in Atlanta.

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